英语论文网

al alternatives can be quickly selected to suit the student's capabilities, and performance can be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Techniques

Both television and film extend the range of skills that can be taught and the way information may be presented. Many systems have electronic blackboards and slide projection equipment. The use of techniques that combine audiovisual systems such as closed circuit television and telephones has spawned a new term for this type of training, teletraining. The feature on ' Sesame Street ' illustrates the design and evaluation of one of television's favorite children's program as a training device.

5. Simulations

Training simulations replicate the essential characteristics of the real world that are necessary to produce both learning and the transfer of new knowledge and skills to application settings. Both machine and other forms of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that is, they represent the real world's operational equipment. The main purpose of simulation, however, is to produce psychological fidelity, that is, to reproduce in the training those processes that will be required on the job. We simulate for a number of reasons, including to control the training environment, for safety, to introduce feedback and other learning principles, and to reduce cost.

6. Business games

They are the direct progeny of war games that have been used to train officers in combat techniques for hundreds of years. Almost all early business games were designed to teach basic business skills, but more recent games also include interpersonal skills. Monopoly might be considered the quintessential business game for young capitalists. It is probably the first place youngsters learned the words mortgage, taxes, and go to jail.

We can also have off the job training that is conducted away from the work situation and therefore is more often than not simulated and or hypothetical .

Evaluation of training :

The organisation has to evaluate the results of training in different areas . managers should find that what the organisation is getting from in return of training , but the problem is how we can measure and assess the effectiveness of the training which is carried out .

Training is an investment and then it should be possible to measure the results directly in the financial terms .

Once the training finished , we should record all the employee that had training ,and what activities were included in the training ,thus to be able to evaluate all the training process .

Performance planning and evaluation:

we should use performance appraisal to compares an employee's actual performance with the expected performance and to determine an employee's compensation ,training needs and advancement opportunities. Performance appraisal is very useful to evaluate the process of training for many reasons :

identify the current level of job performance .

identify the employee strength and weaknesses.

to enable employees to improve performance .

provide basis for reward

to motivate employees

identify training and devel